| dc.creator (作者) | 池進通 ; 郭崑謨 ; 黃國彥 | zh_TW |
| dc.date (日期) | 1989-07 | en_US |
| dc.date.accessioned | 31-Dec-2008 11:05:57 (UTC+8) | - |
| dc.date.available | 31-Dec-2008 11:05:57 (UTC+8) | - |
| dc.date.issued (上傳時間) | 31-Dec-2008 11:05:57 (UTC+8) | - |
| dc.identifier.uri (URI) | https://nccur.lib.nccu.edu.tw/handle/140.119/20997 | - |
| dc.description.abstract (摘要) | 基於拓展企業理論領域與充實管理實務內容，並增進企業員工企業績效之需要，作者特別探討以下四點，並從而建立企業員工之事業發展模式，以供應用：1．探討事業發展變數與事業績效變數的內容，並進一步研究這些變數之關係；2．探討各年齡階段企業員工之事業發展變數與事業績效變數是否有顯著差異；3．探討企業員工之個人事業發展變數與年齡階段對事業績效之關係是否具有交互作用；4．瞭解各年齡階段之企業員工，最有效的事業發展徑路為何，俾經此徑路，以便最有效地達成所頂期之事業績效。本研究之調查對象，為國立政治大學與國立中興大學商科畢業歷屆男女校友、未進一步深造、未擁有主要股權、及在民營企業就職者進行調查。全部母體約有1600人；有效回收樣本為406份。抽出比率達25%。全篇所探討之事業發展變數，包括成就動機與歸因、塑造影響力、使用影響方法（含對上司、對同事與對部屬的影響）、及所擁有的影響力；所探討的事業績效變數包括主觀的事業滿足（含事業品質滿足與人際關係滿足）、及以企業員工個人年薪指數為代表的事業績效客觀指標。本研究主要探用的統計分析方法有：主成份因素分析、單因子變異數分析、雙因子變異數分析、因徑分析、與信度（含再測信度與內部一致性信度）、效度之檢定。研究結果共建立九個模式；企業員工可依其年齡階段及其所選擇的事業績效種類，參考特定之某一模式進行事業發展。學校企管系所或公司訓練單位，參考合適之模式，研擬有效的訓練計劃，以加速企業員工之事業發展績效。 | - |
| dc.description.abstract (摘要) | Abstract In onder to enrich theories and practices of carear management and to help employee to promote his performance in his business, this dissertation developed positive modele of employee career development behavior for the application. This dissertation disscussed four parts to construct the models: (1) Studying of the contents of career-development variables and career-performance and the relationship among above variables; (2) discussing whether they and significance among career-development varibles and career-performance variables in age intervals; (3) understanding whether they and any interaction among career-development variables, age intervals and career-performance variables; (4) disscusing the most efficient career-path, thereby employee could accomplish his anticipated career-performance efficiently. To ensure the quality of this study, all surveyed instruments had paseed strict validity and reliability tests in. this study. Surveyed subjects included 406 samples which were randomly selected from alumni covered from 25 to 65 years old. Intependent variables ... career-devlopment variable ... covered many sub-variables, for example, motive and altribution of personal accomplishment, forming and operating and owning influences which covered superior, colleague and subordinate, three influence. Dependent variables. Career-performance variables ... included carreer-quality satisfaction, human-relationship satisfaction and ralative money-income indicators. Finally 9 kinds of carreer model were constructed. Employee could select suitable one to program his career path to promote his career perfomance. | - |
| dc.format | application/ | en_US |
| dc.language | zh-TW | en_US |
| dc.language | en-US | en_US |
| dc.language.iso | en_US | - |
| dc.relation (關聯) | 管理評論, 8, 177-201 | en_US |
| dc.subject (關鍵詞) | 事業發展 ; 事業滿足 ; 影響 ; 個人權力 ; 個人權力發展 | - |
| dc.subject (關鍵詞) | Career development ; Career performance ; Career satisfaction ; Influence Presonal power ; Personal power development | - |
| dc.title (題名) | 企業員工事業發展行為模式﹣﹣採個人權力發展觀點 | zh_TW |
| dc.type (資料類型) | article | en |
